I'd like constructive comments, if anyone cares to offer them.
Change Management Team - Mission and Goals (DRAFT)
2/20/95
MISSION
The purpose of the Change Management Team is to identify strategies that
will help department staff accept and adapt to future organizational
changes - to propose specific change management steps which should be
taken by managers, supervisors, and employees to maintain retention,
productive work environments, and high performance.
The primary focus of this group is the department's human resources.
As proposals are made the team will identify internal and eternal services
and resources which are necessary to support change management during the
period of study and throughout its implementation.
GOALS AND STRATEGIES
The primary focus of this group's strategies will be on supervisory staff
because of their multiple roles of coach, role model and authority
conduit. Supervisors must help their staff handle change at the same time
as dealing with their own change issues. Therefore, this group will need
to deal with two key issues:
-- How to help supervisors accept, adapt to, and ultimately initiate positive
change; and
-- How to help supervisors help their staff accept, adapt to, and participate
in change.
There are three sets of goals and strategies associated with change management:
-- To clarify with empathy:
- Identify the concerns of people affected by change by providing
opportunites for constructive discussion among them.
- Involve (draw out) the disengaged.
- Provide a familiar environment for the disidentified.
- Provide a structured plan for the disoriented.
- Allow the disenchanted to vent.
- Active listening for all, to identify their issues in the change
process. Listen, listen, listen . . . and listen some more.
-- To share information:
- Provide quick, accurate, trustworthy information on change as it happens.
- Provide feedback to people on what change will mean to them, how their
issues will be dealt with, and which issues cannot be dealt with.
-- To engage people and ideas:
- Translate ideas into action steps.
- Provide the leadership people need to keep moving toward the change.
MEASURES OF SUCCESS
We need to know if we are succeeding in our mission. We should be able to
measure retention by turnover information (particularly exit interviews),
and work environment and personal stressors by EAP (employee assistance
program) statistics. Performance could be measured by each Division and
District.
MEMBERSHIP
Chair - District Director (senior manager)
Members
District Director (senior manager)
Bureau Director (mid-level manager)
District staff (1)
Central office staff (1)
Employee Assistance Program manager
Human Resources Bureau Director
External consultant
David E. Birren
Wisconsin Department of Natural Resources
Bureau of Management & Budget
Phone: (608)267-2442 Fax: (608)267-3579
Internet: birred@dnr.state.wi.us